Talent Intelligence Strategy: Smarter Hiring = Long-Term RetentionData and recruitment should go hand in hand. You need all of the information you can get on the candidates you are considering bringing into your organization. You also need ways to leverage that data for deeper insights into candidates, new hires, and employees to drive better decision-making around the recruitment process.

Talent intelligence can help you understand your candidates, plumb the depths of their skills and personalities, and surface the candidate quality indicators that signal both great performance and longer retention in a new hire’s future. 

What Do Talent Intelligence Tools Do?

Talent Intelligence tools span a wide range of software solutions and AI-driven algorithms. They are designed to centralize and analyze talent data to inform various HR decisions, including recruiting and hiring decisions. 

The right hiring intelligence can both personalize and optimize insights to fit your business’s specific talent and recruiting needs, delivering extremely detailed knowledge regardless of whatever factors may be making your talent data challenging to handle manually.

Talent intelligence solutions also can readily automate many aspects of recruitment, from candidate search, pre-hire assessments, and reference checking to detailed reporting on Quality of Hire metrics. 

Externally, talent intelligence can provide you with better filtering for high-value talent so you can fill very specific roles with exactly the right person. Internally, talent intelligence can assist in identifying skills gaps as well as candidates who are prime for upskilling to fill those same gaps. 

In addition, you can leverage talent intelligence to zero in on potential talent across talent pools and candidate pipelines that could be perfect to help your organization preemptively fill gaps and future-proof your workforce. 

[See Talent Intelligence Strategy: Smarter Hiring = Long-Term Retention]

Automatically filtering and shortlisting candidates based on objective criteria can also help you operationalize DEIB standards from the earliest recruitment process stages. Expanding diversity within your organization not only attracts talent for whom this is a must-have in their employer but can increase your profits as a whole.

Talent intelligence tools help mitigate recruitment bias, helping to standardize information being gathered for more equitable evaluations of talent. By automatically filtering out biasing information early in the recruitment process, teams can be diversified holistically. These tools can also internal inclusion and belonging sentiments to drive internal DEIB efforts.

Implementing improved access to talent intelligence tools can have a significant and positive effect on recruiting and talent management from an HR perspective. Creating a more informed hiring process can both reduce the costs associated with inefficient recruiting, and improve long-term retention. 

Actionable analytics is a key part of using talent intelligence. Reporting from talent intelligence tools can deliver unique insights into your organization’s existing talent pool, exploring and revealing levels of employee engagement and satisfaction, their flight risk, quality of hire, and other talent metrics. 

6 Ways to Use Talent Intelligence Tools

For some, a single talent intelligence platform with multiple functions may be ideal; however, for most, a collection of tools to layer onto their existing platforms and systems is the best option. In either case, the talent intelligence tools you choose to implement should be able to collectively deliver most or all of the following capabilities: 

1. ATS and CRM integration

Having to completely retool and then train your staff on a new system can be a pain. Choosing tools that connect to and work seamlessly with your existing data management platforms can make implementing talent intelligence easier.

• Crosschq already integrates with most major ATS platforms as well as a wide range of other recruitment and business management tools and systems.

2. Bias-mitigating algorithms

Being able to reduce bias and encourage diversity in the workforce is critical for attracting top talent. Companies that are able to virtually blind data coming in about their candidates improve their hiring practices and have a higher success rate with new hires.

• Crosschq 360 provides digitized candidate reference checking that leaves personal bias out of the equation.
  
  

3. Improve DEIB

Diversity reporting is a critical part of talent intelligence. In one survey, 44% of those surveyed said that candidates have turned down an interview or job offer due to a lack of diversity in the company’s workforce. More than 70% of employers have already taken action on DEIB initiatives, and nine of ten say their actions are intended to be permanent. 

• Crosschq delivers on a strong commitment to DEIB with candidate screening and 3rd party validation.

4. Facilitate remote hiring

With the Great Refresh in full swing, employers are more aware than ever that the workforce of the future is going to be remote. Hiring across a distributed geographical area can be a challenge, but talent intelligence can help uncover the things you need to know about candidates. Find tools that help you do this quickly to reduce time-to-fill on key positions.

• Crosschq Recruit delivers access to a talent pipeline that is already partially vetted and ready to hit the ground running in a new job.
  
  

5. Enable robust reporting

A talent intelligence tool should help you evaluate new hire data points and deliver clear reporting across key quality of hire metrics. From there, you can extrapolate information that can help you with candidate modeling, talent rediscovery, at-risk scoring for churn, and internal mobility recommendations for promoting from within. 

• Crosschq Analytics helps you dig for insights across a broad range of metrics, and includes automated candidate evaluations and surveys as a high-value source of data.
  
  

6. Skills mapping

Mapping skills across your organization and your candidate pipeline can help you determine where to position highly skilled employees. Talent intelligence tools can help you identify areas where you are or can easily become vulnerable, and surface internal candidates for cross-skilling and upskilling to futureproof you against changing trends.

• Crosschq makes it easy to approach your entire recruitment process from a skills-based persp[ective, helping you shift your focus away from job titles and zero in on attributes candidates need to get the job done.

Tools that drive the following functions can be leveraged to create a cohesive platform that helps you achieve best practices in recruitment. Are you ready to start implementing talent intelligence tools for better hiring practices? Contact Crosschq for a free demo today.